You're in charge of a team with conflicting work styles. How do you bridge the gap for optimal performance?
Leading a team means navigating the complexities of individual work styles and finding a path to synergy. It's about understanding that each team member's approach to work can vary significantly, and these differences can sometimes lead to friction. Your role as a leader is not to homogenize these styles but to harness them in a way that complements the team's overall performance. Bridging the gap between conflicting work styles requires a nuanced understanding of each team member's strengths and preferences, as well as clear communication and a shared vision that everyone can rally behind.
Begin by conducting an assessment of each team member's work style. This involves observing how they operate on a daily basis and perhaps utilizing personality assessments or feedback surveys. You want to understand who thrives on collaboration versus who prefers solitary work, who is detail-oriented versus who sees the big picture, and so on. Recognize that these styles are not inherently in conflict; they simply represent different approaches to reaching the same goal. Your task is to map out these work styles and consider how they can complement each other.
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Lo más importante en la gestión de equipos, empieza por la gestión de personalidades. Cada persona es un mundo y ve un mundo, si eres capaz de adaptar tu comunicación a sus necesidades, tendrás un aliado para siempre… Y cuantas más personas te sigan, más tendrás de tu lado para atraer al resto a vuestro ritmo. Tú debes ser capaz de tocar la flauta de Amelín, y las notas (las personas que te sigan) harán la música por ti.
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Start by identifying each member's strengths and preferences through open discussions. Foster a collaborative environment where diverse approaches are valued. Implement flexible strategies that accommodate different styles, such as combining structured planning with creative brainstorming sessions. Promote clear communication and mutual respect, encouraging team members to appreciate and leverage each other's strengths. Regularly review progress and adjust strategies to ensure cohesive and optimal performance.
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To start, assess each team member's work style by observing their daily operations and possibly using personality assessments or feedback surveys. Identify those who thrive on collaboration versus those who prefer solitary work, who focus on details versus those who see the big picture, and other distinctions. Recognize that these styles aren't inherently conflicting; they represent different approaches to achieving the team's goals. Your role is to map out these work styles and explore how they can complement each other effectively.
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Mukul L. Manral
L&D consultant
(edited)
Clear expectations are the backbone of effective team management. Once you understand the diverse work styles within your team, articulate a set of shared goals and standards that everyone is expected to meet. This doesn't mean forcing a one-size-fits-all approach but rather setting guidelines that allow for individual flexibility within a structured framework. By doing this, you provide a common direction that aligns the team's efforts, while still respecting individual work preferences.
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- Ensure Team Goals, Timelines, and Deliverables are communicated clearly - Set operating principles: how we will work together, make decisions, and deal with conflict - Have everyone understand their responsibilities, what they need to bring in and how, and be open about the importance of flexibility & adaptability
Encourage open communication as a way to bridge gaps between differing work styles. Create an environment where team members feel comfortable expressing their ideas, challenges, and suggestions. This can be achieved through regular team meetings, one-on-one check-ins, and creating channels for continuous dialogue. Effective communication helps to prevent misunderstandings and allows for the blending of diverse perspectives, which can lead to innovative solutions and a more cohesive team dynamic.
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Open communication and collaboration is vital for bridging gaps between different work styles *and* for finding commonalities where the team can begin to build bonds. Some effective approaches include: Hold regular team meetings and one-on-one check-ins Foster an environment of psychological safety Encourage expression of diverse perspectives Combine and collaborate for different viewpoints to drive innovation and team cohesion
Capitalize on the strengths of each work style. This means assigning tasks and roles that play to each member's preferences and skills. For example, detail-oriented individuals might excel in quality control, while big-picture thinkers could be suited for strategy development. By aligning responsibilities with work styles, you not only enhance individual satisfaction and productivity but also improve the overall output of the team.
When conflicts arise due to clashing work styles, address them promptly and constructively. Conflict resolution is not about choosing one style over another but finding a middle ground where different approaches can coexist. Facilitate discussions that allow team members to voice their concerns and work towards a compromise. Sometimes, simply acknowledging the value in different work styles can reduce tension and foster mutual respect.
Lastly, be prepared to adapt your leadership approach as the team evolves. The dynamics of work styles can change with new projects, shifting goals, or the introduction of new team members. Maintain a flexible mindset and be willing to tweak processes and interactions to better suit the evolving landscape of your team's work styles. Continuous adaptation is key to keeping your team functioning at its peak, even as individual styles shift and grow.
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In the past I managed teams with people with conflicting styles. Some people were disruptive and some other very focused on delivering. The first ones used to look for new ways of doing something but they often lack in delivering results. The second ones delivered perfect things on times but they fail in challenging the status quo. I obtained the best results when I force them to meet together and to appreciate their strengths. So the disruptive ones accepted to be guided by the others on deadlines and KPIs. But they also I had the chance of changing some working methods for the whole teams. There is no perfect style. There are very good things in every style
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